Introducing "Food for Thought" #80. The formula is simple: three short messages twice a month to feed your mind.
Teamwork
Diagnose the cause of demobilization
Is it a problem of recognition, of the unspoken, of work overload or a loss of meaning in relation to the company's mission? An anonymous survey, like Team Cohesion Indexcan help identify the causes of demobilization within your team. Informal one-to-one discussions can also help clarify mutual expectations.
Connection
Recreate links and connections
The term demobilized is a strong one - it's a "label" we stick on our employees. But before you judge, ask yourself: when was the last time you took the time to really connect with them on a personal basis? To understand what really engages them? Do you know them beyond their professional role? Do you know what their passions, strengths, aspirations or even personal concerns are?
When you establish a genuine connection with them, it's quite possible that the employee will spontaneously share with you the reasons for their lower motivation or performance.
Here are a few questions you can ask to encourage these exchanges. Adopt a coaching posture and active listening:
- What are you passionate about?
- What unique skill do you bring to your work?
- What fills you with joy and energy?
- What would you like to achieve in the coming year?
- When do you have the most fun at work?
- What skill do you want to shine?
- What's the challenge that motivates you?
These questions all stem from the TeamTalk game.
Direction
Rekindle meaning by entrusting them with an important project
Too often, demobilization stems from a feeling of uselessness or a lack of meaning. Once you really know your team, give everyone a project aligned with their strengths. Let them evolve in their zone of genius, and observe how they can surprise you.
If, despite these efforts, performance issues persist, it is essential to document the situation and put in place a recovery plan with clear, measurable objectives. Too often, as managers, our tolerance level for non-performance is too high, and this has an impact on the whole team.
